The legislative session in California has made waves once again, with lawmakers closing the latest round by considering over 2,700 bills – a record number not witnessed in nearly two decades. Amongst these proposed bills, several pertain to workplace and employment law, turning heads among employers and legal professionals alike across the Golden State and beyond. California Governor Newsom now has a deadline of October 14
While it’s essential to keep an eye on every change that could impact the corporate world, these ten upcoming potential pieces of legislation top the list. However, readers should note that the information shared is best understood as a preliminary alert for large corporations and law firms that need to be on top of developments.
- AB 95: Bereavement Leave
- AB 1179: Employer-provided backup childcare
- AB 995: Expansion of Paid Sick Days
- AB 1041: Expansion of CFRA to include “designated persons”
- AB 1119: Expansion of FEHA to include “family responsibilities”
- AB 1122: “Right to disconnect” after work hours
- AB 1171: “Warehouse Distribution Center” regulations
- SB 213: PAGA reforms
- SB 606: Enhanced Cal/OSHA enforcement and penalties
- SB 657: Right to recall for laid-off hospitality and janitorial workers, and others
For a more detailed dive into these bills and what they could mean for California employers, check out the original post by Fisher Phillips.
Given the potential far-reaching implications of these bills, employers and legal teams are understandably anxious about what the outcomes could mean for their operations and legal strategies. When signed into law, these proposals could reshape the business landscape and create a new reality that companies must navigate.
The final decision lies in the hands of Governor Newsom who, with the weight and expectations of the state on his shoulders, must carefully scrutinize these proposals before making definitive judgements that could change California’s corporate landscape.